Business Mentoring Matters

Talent Retention: 1 in 3 gone in the first year!

Posted on Mon, Aug, 24, 2015

Tags: Talent Retention

1_in_3_gone_in_the_first_yearDeloitte Research data states that 1 in 3 new hires leave a company within the first year of employment. That number represents a large loss of productive and increased turnover costs. Some turnover in the first year is expected—as both the company and the employee explore whether this is the "right fit" for either of them. But if the right fit is there, companies can improve their talent retention rate significantly by paying attention to the needs of the new employee. And mentoring can help.

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Ridiculously Easy Way To Cure Talent Shortages

Posted on Mon, Dec, 03, 2012

Tags: Announcements, Talent Retention

Think you have a talent problem in your organization? Think again. Learn about a ridiculously easy way to cure the so-called problem (and receive bonus benefits while you're at it).

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Attract, Win, and Retain Talent

Posted on Thu, Nov, 01, 2012

Tags: Talent Retention

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Talent Management-Key Executive Challenge Facing CEO's today

Posted on Fri, Mar, 09, 2012

Tags: developing talent, Developing Employees, Talent Retention



Dennis M. Nally, Chairman, PricewaterhouseCoopers points to “managing talent” as the single most important issue facing global companies in PwC’s famous CEO Global Survey.

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How can mentoring help rapidly expanding global companies?

Posted on Fri, Mar, 02, 2012

Tags: succession planning, Developing Employees, Talent Retention

Common challenges facing so many businesses and Human Resources departments today are educating, developing, and innovating their employees to handle diversity, foreign business practices, cultural differences, and leadership styles on a global level.

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Mentoring Can Help Your Company Attract the Best & Brightest Talent

Posted on Fri, Aug, 26, 2011

Tags: Attracting Top Talent, Talent Retention

Consider how your company currently attracts the best and brightest talent. Certainly, your organization’s reputation is a huge incentive for these eager and skilled men and women. However, can your company expect to survive strictly on its laurels? 

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Corporate Mentoring & Social Learning

Posted on Fri, Aug, 19, 2011

Tags: Developing Employees, Talent Retention

As a member of ASTD (American Society for Training & Development), I get their monthly magazine and this month they have an article on Social Learning (August 2011, page 50).  As defined by the author, social learning is "...learning with and from others. It's also about using social media tools to learn informally."

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The End of Coaching As We Know It!

Posted on Tue, Aug, 16, 2011

Tags: Developing Employees, Attracting Top Talent, Talent Retention

I have subscribed to an organization called Peer Resources for a number of years. This website has a lot of valuable and interesting articles on various types of mentoring and coaching. In their most recent online quarterly, the editor, Ray Carr, wrote a very interesting and enlightening article on what's wrong with coaching. I will summarize in this blog, but to get the full article, do go to their webpage and/or email Ray Carr at rcarr@islandnet.com.

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Some Data on Losing Talent in the Workplace

Posted on Tue, May, 31, 2011

Tags: Developing Employees, Talent Retention

A 2008 study by Deloitte Research found that one in three new hires leave a company within the first year of employment.  The first-year turnover rate grew to 31.7% in 2007.  Although the economic downturn has affected retention, as the economy improves, this statistic will return.

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Why You Need Formal Knowledge Share Software

Posted on Mon, May, 23, 2011

Tags: Developing Employees, Management Mentors Newsletter, Talent Retention

Sharing knowledge. Parents do it with kids, teachers do it with students, peers do it with each other, employers do it with employees, and so on and so on. Much of this "knowledge share" is done in informal settings, like an impromptu decision to show your child how to bake cookies on a rainy afternoon.

While this sort of "informal" knowledge share works well, it's unpredictable. It happens on the fly or off the cuff...and it may not even happen fully, in some cases. This is why it's important to think about creating a formal knowledge share/talent management system for your organization. 

Read the Management Mentors May newsletter to get three reasons why your organization needs to formally share knowledge.

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